于企业竞争优势员工关系管理策略.docVIP

基于企业竞争优势的员工关系管理策略( 黄化锋 赵琛徽 （中南财经政法大学工商管理学院， 湖北 武汉 430064） 摘 要: 自上个世纪90年代以来，经营环境的变化使得企业传统的员工关系管理范式面临严峻的挑战，本文旨在探讨在竞争环境日趋激烈的情况下，企业如何通过对员工的差异化管理，谋求和维持持续性竞争优势。论文以人力资本异质性假设为研究的逻辑起点，根据人力资本战略价值和独特性这两个维度，把企业员工分为专用型核心员工、通用型一般员工、通用型辅助员工和独特型盟约员工，提出分别采取基于知识的组织承诺管理、基于岗位的生产率管理、基于短期合约的服从管理和基于战略联盟的合作管理等四种员工关系管理模式，以促使员工管理与企业内外环境的契合，藉此赢得竞争优势。 关键词: 战略导向；竞争优势；员工关系；劳动契约 Management strategy of employee relations hip based on corporate competitive advantage (School of Business Administration, ZhongNan University of Finance Law, Wuhan 430064 China) Huafeng-HUANG Chenhui-ZHAO Abstract: In this study we attempts to explore how to manage employees differentially so that a firm can obtain and maintain sustainable competitive advantage as it confronts complicated and competitive environment. With the assumption of idiosyncratic human capital and according to two dimensions-- value of human capital and uniqueness of human capital, the paper distinguishes employees into four categories innovatively, that is, firm-specific core staff, generic staff, generic ancillary staff, and unique alliance staff. In contrast with the conventional internal employment mode that is of the same kind to all the employees, we suggest that organization should adopt knowledge-based, job-based, contract-based and alliance-based employment mode to manage the four categories of employees respectively so that the firm can get core competitive competency by matching the employment modes with internal and external environments. Key words: strategy-oriented; competitive advantage; employment relationship; labor contract 一、引言 随着中国市场经济改革的进程加快和愈加融入国际经济的大循环，我国企业面临的内外环境发生了重大变化，突出表现为二大趋势，一是外部竞争日趋激烈化，二是内部人力资源日趋多样化。而以资源为基础的竞争优势观（Resource-based View of Competitive Advantage）认为,一个公司要赢得持续性竞争优势，不仅仅要关注能力的拓展和资源的积累，而且还要关注能力的配合和资源分配，不仅仅能够比竞争者更好地掌握和利用某些核心资源或者能力，而且要能够比竞争者更好地将这些资源和能力与在环境中对企业取胜的决定因素更好地契合起来。根据这种观点，在不完全信息、有限理性和原因模糊性的情况下，仅仅靠复制其他公司的所谓最优的员工管理实践，是不可能取得持续的竞争优势的，企业必须从基于竞争优势的考虑，把企业的员工管理视为资源、能力的内部整合以及与企业经营环境的外部契合，不同的企业应该有与经营环境和